PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL Sample Clauses

PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. 1. The Potlatch Board of trustees places trust in its employees and will protect them as much as possible from unnecessary or unwarranted criticism. Complaints will be investigated fully and fairly, and the employee’s rights to due process will be protected at all times. Constructive criticism is welcome when it is motivated by a sincere desire to improve the quality of the education program. 2. Complaints and grievances shall be handled and resolved, whenever possible, as close to their origin as possible. Before complainants exercise their right to petition the Board for redress of a grievance, the complaints shall be referred back through the proper administrative channels for solution before investigation or action by the Board. Exceptions are complaints that concern Board actions or Board operations only. 3. The Board shall advise the public that the proper channeling of complaints involving instruction, discipline, or learning materials, is as follows: A. Teacher B. Principal – who will schedule a teacher-parent conference, if requested. C. Principal and Teacher
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. In those instances when constructive criticism is directed at specific employee of the District it should be understood that there is a proper procedure and/or “chain of command” that should be followed whenever possible. A person making a complaint, formally or informally, should be instructed to talk directly with the employee who is the subject of the complaint or their immediate supervisor. The employee shall have the right to respond, present facts, explain, or otherwise clarify the issues being disputed. If the individual(s) making the complaint are not satisfied they should then be instructed to file a complaint, in writing, to the appropriate building principal or the superintendent. The administrator will schedule a meeting for all parties. The employee shall be given the opportunity for explanation, comment, and presentation of facts as he/she sees them. If issues still exist after this meeting, individuals filing the complaint may request to speak to the Superintendent. A representative of their choice may accompany the employee in those circumstances when the matter being complained of may lead to discipline. If a written complaint is not filed, depending on the nature and severity of the issue, the District may be required to investigate.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. Constructive criticism of the schools is welcomed when it is motivated by a sincere desire to improve the quality of the education program and to equip district schools to perform their task more effectively. The Board places trust in its employees, and desires to support their actions in such a manner that employees are freed from unnecessary, spiteful, or negative criticism and complaints. Whenever a complaint is made directly to the Board as a whole, or to a Board member as an individual, it shall be referred to the school administration. The individual employee involved shall be advised of the nature of the complaint and shall be given every opportunity for explanation, comment, and presentation of the facts as he or she sees them. If it appears necessary, the administration, the person who made the complaint, or the employee involved, may request an executive session of the Board for the purpose of greater study and a decision. Generally, all parties involved, including the school administration, shall be asked to attend such a meeting for the purpose of presenting additional facts, providing further explanations, and clarifying the issues. Hearsay and rumor shall be discounted, as well as emotional feelings, except those directly related to the facts of the situation.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. Constructive criticism of the school and/or its personnel is welcome through whatever medium when it is motivated by a sincere desire to improve the quality of the educational program of the school district.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. SECTION 1 Constructive criticism of the South Central Schools is welcome through whatever medium when it is motivated by a desire to improve the quality of the education program and to equip the schools of this district to their task more effectively. SECTION 2 The Board places trust in its employees and desires to support their actions in such a manner that employees are not subjected to criticism and complaints of an unsubstantiated unfounded nature, and/or are defamatory in content. SECTION 3 Whenever a complaint is made directly to the Board as a whole, or to a Board member as an individual, it shall be referred to the school administration for study and possible solution. The individual employee involved shall be advised of the nature of the complaint and shall be given every opportunity for explanation, comment, and presentation of the facts as he or she sees them. Whenever a member of the public attempts to discuss a bargaining unit member at a meeting of the Board of Education, he/she shall immediately be informed that this is not an appropriate topic to be handled by the Board and must instead be taken to a building administrator or the Superintendent. SECTION 4 Whenever a public complaint is made regarding a member of the bargaining unit, the appropriate administrator shall schedule a meeting to discuss the matter. Administration will meet with the parties individually, and will schedule a group meeting if deemed necessary by the administrator and/or the teacher. The employee shall be given every opportunity for explanation, comment, and presentation of facts as he/she sees them. The employee may be accompanied at any such meeting by an Association representative. Should any of the above- stated procedures not be followed, no record of a public complaint against an employee may be made.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. SECTION 1 Constructive criticism of the South Central Schools is welcome through whatever medium when it is motivated by a desire to improve the quality of the education program and to equip the schools of this district to their task more effectively. SECTION 2 The Board places trust in its employees and desires to support their actions in such a manner that employees are not subjected to criticism and complaints of an unsubstantiated unfounded nature, and/or are defamatory in content. Whenever a complaint is made directly to the Board as a whole, or to a Board member as an individual, it shall be referred to the school administration for study and possible solution. The individual employee involved shall be advised of the nature of the complaint and shall be given every opportunity for explanation, comment, and presentation of the facts as he or she sees them. Whenever a member of the public attempts to discuss a bargaining unit member at a meeting of the Board of Education, he/she shall immediately be informed that this is not an appropriate topic to be handled by the Board and must instead be taken to a building administrator or the Superintendent.
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PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL. 113.01 Constructive criticism of the school and/or its personnel is welcome through whatever medium when it is motivated by a sincere desire to improve the quality of the educational program of the school district. 113.02 The Board places trust in its employees and desires to support their actions in such a manner that employees are freed from unnecessary criticism and complaints. 113.03 Whenever a formal complaint is made to the Board as a whole or to a Board member as an individual, it shall be referred to the school administration for study and possible solution. The individual employee involved shall be advised of the nature of the complaint and shall be given an opportunity to explain, to comment, and to present all facts as he or she sees them. 113.04 Any complaint regarding a teacher, except those involving alleged criminal acts, directed to any member of the school administration team shall be processed in the following manner: Step 1: The complaint will be directed to the teacher most immediately involved. All efforts will be made to reach a satisfactory solution through a conference or other means at this level. Step 2: Any complaint unresolved at Step 1 may be submitted at the request of the teacher or complainant, orally or in writing, to the building principal who shall attempt to resolve the matter to the satisfaction for all parties concerned. Step 3: Any complaint unresolved at Step 2 shall be forwarded by the building principal to the Superintendent. Step 4: Upon receipt of the complaint, the Superintendent shall confer with all parties. The teacher shall have the right to be present and accompanied by one or more of the following: a representative of the teachers’ organization recognized by the Board as the exclusive representative of the teachers, or by a representative of his/her own choosing, excluding legal counsel, at all meetings with the Superintendent and the complainant. Step 5: If the Superintendent is unable to resolve the complaint to the satisfaction of all parties concerned, at the request of the complainant or the teacher, the Superintendent shall forward the results of discussion at Step 4 along with recommendations, in writing, to the Board and a copy to all parties involved. Step 6: After receipt of the findings and recommendations of the Superintendent and before action thereon, the Board shall afford the parties an opportunity to meet with the Board. Copies of any action taken by the Board shall be forwarded to all par...
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Related to PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL

  • Contractor Key Personnel ‌ The Contractor shall assign a Corporate OASIS SB Program Manager (COPM) and Corporate OASIS SB Contract Manager (COCM) as Contractor Key Personnel to represent the Contractor as primary points-of-contact to resolve issues, perform administrative duties, and other functions that may arise relating to OASIS SB and task orders solicited and awarded under OASIS SB. Additional Key Personnel requirements may be designated by the OCO at the task order level. There is no minimum qualification requirements established for Contractor Key Personnel. Additionally, Contractor Key Personnel do not have to be full-time positions; however, the Contractor Key Personnel are expected to be fully proficient in the performance of their duties. The Contractor shall ensure that the OASIS SB CO has current point-of-contact information for both the COPM and COCM. In the event of a change to Contractor Key Personnel, the Contractor shall notify the OASIS SB CO and provide all Point of Contact information for the new Key Personnel within 5 calendar days of the change. All costs associated with Contractor Key Personnel duties shall be handled in accordance with the Contractor’s standard accounting practices; however, no costs for Contractor Key Personnel may be billed to the OASIS Program Office. Failure of Contractor Key Personnel to effectively and efficiently perform their duties will be construed as conduct detrimental to contract performance and may result in activation of Dormant Status and/or Off-Ramping (See Sections H.16. and H.17.).

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview. a. Prior to being interviewed pursuant to this section, the employee shall be afforded a reasonable opportunity and facilities to contact and consult privately with his or her union representative or union attorney. b. Any interview of an employee under this section shall be conducted at a reasonable time, at a suitable location and, when practicable, on the department’s premises when the employee is on duty. The union representative or union attorney may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the employee’s job performance as it relates to the allegation(s) or complaints. The employee shall not be subjected to any offensive language nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained.

  • B4 Key Personnel The Contractor acknowledges that the Key Personnel are essential to the proper provision of the Services to the Authority.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Investigatory Interviews ‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. An employee may also have a union representative at a pre-disciplinary meeting. If the requested representative is not reasonably available, the employee will select another representative who is available. Employees seeking representation are responsible for contacting their representative.

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